putting hr in the driver’s seat of collaborative social learning and leadership development
DESCRIPTION
New technologies, social media and shifting workforce demographics are changing how work gets done, employees learn and leaders are developed, resulting in a highly collaborative environment where group creativity powers productivity and innovation. As social tools climb the maturity curve, HR should step up and own social initiatives to help the organization gain intellectual control, ensure employees have access to information, develop skills, develop leaders, strengthen employee engagement and preserve company culture. In this webinar you'll learn how to: • Understand the importance of HR owning social learning and leadership development initiatives. • Understand how HR’s ownership of social learning initiatives helps organizations gain intellectual control, ensure employees have access to information, strengthen internal connections and preserve company culture. • Gain insight into how HR can drive the organization to facilitate better, more productive self-paced learning and leadership development.TRANSCRIPT
Putting HR in the Driver’s Seat│1 © 2013 Peoplefluent November 12, 2013
Putting HR in the Driver's Seat of Collaborative Learning and Leadership Development
Meghan M. Biro CEO and Founder, TalentCulture Consulting Group Kevin W. Grossman Director of Product Marketing, Peoplefluent
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Agenda
• Are You in the Driver’s Seat? • Performance and One Size Fits One • Challenges • It’s All About Engagement • What Can Technology Do to Drive Learning,
Leadership Development & Engagement? • Recap • Q&A
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Are You in the Driver’s Seat?
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Poll Question #1
What are your primary people development initiatives for 2014? (select all that apply) • SCORM-compliant training • Cross-functional training • Job shadowing • Career pathing • Just-in-time learning via on-demand videos • Peer-to-peer learning communities • Leadership development • Mentor programs • Internship programs • All of the above
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Performance Is The Goal
#WISDOM2013
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One Size Fits One
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One Little Hashtag
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Taking Development Seriously
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Taking Development Seriously
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Doesn’t Everyone?
#WISDOM2013
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The Challenges We Face As Employees
Who I work with is just as important as the
company I work for! Where do I find the content that really helps me learn
what I need to know?
Can someone explain to me the process for this?
I can’t believe there’s no documentation about this!
I’m so frustrated that nobody’s on the same page! Does anybody know the
answer to this question?
Who should I work with on this project? I have no idea
where to start.
Who’s that guy and what does he do?
#WISDOM2013
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The Challenges We Face As Managers
If she quits, we’re in trouble. She’ll take so much
knowledge with her! I just had a great 1:1 with my employee; I wish you
all had been there.
How can I create more continuous training
content?
I know there’s a performance issue here, but I don’t know
why it’s happening!
My employee is so passionate; I wish the
rest of my team was like that.
I wish my team could learn from my experience.
We’ve done so many edits, I don’t know which
version we’re on anymore.
We just spent two hours in a meeting and
everyone took something different out of it.
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Poll Question #2
Employee engagement at my company is: • Great • Good • Fair • Not so good • Oh my • No comment
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Engagement
The state of emotional and intellectual involvement that motivates employees to do their best work and perform at their full potential.
#WISDOM2013
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Energy, Drive & Focus
“Why do we call it engagement? When employees meet each other in the hallway, do they ask each other ‘Are you engaged today? No, they don’t. What we’re really talking about is improving individual and organizational energy, drive and focus.” Marcia Conner Collaborative learning thought leader, author and Principal of the SensifyGroup
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Lots of Folks Aren’t. So what?
#WISDOM2013
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Yikes
• $300 billion productivity problem • 70% of employees aren’t fully engaged
#WISDOM2013
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Problem: Workforce Engagement
#WISDOM2013
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18%
30%
52%
70% of American workers are
“not engaged” or “actively disengaged”
“State of American Workplace”, Gallup, June 2013
Not Engaged
Actively Disengaged
Engaged
61%
38
%
1%
45%
33%
22
%
57%
3%
40%
97% ENGAGE by: • Learning • Development • Collaboration • Communication • Goal Setting • Assessment • Measurement • Incentive • Reward • Career Planning • Succession • Recognition • Analytics • Visibility • Transparency
Problem: Workforce Engagement
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The Effects on Business
Amount companies lose per disengaged employee per year
$ 2,246.00
Typical cost of turnover as a percentage of salary
48% - 61%
#WISDOM2013
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And That’s the Organizational Challenge
#WISDOM2013
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The Effects on Business
When compared to their competitors
organizations with world-class engagement are
18% More Productive
Organizations with high engagement levels post total
shareholder returns
22% Higher than Average
#WISDOM2013
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Higher Engagement = Growth
• Higher growth and stock prices for public companies • Outperformed the S&P average 8 of 10 years • Increasing employee engagement number one
strategic priority
#WISDOM2013
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Employee Engagement Elements
• Social o Is this an organization where I feel involved, part of a good team? o Is my organization serving the community?
• Intellectual o Am I able to grow? o Is my job stretching and interesting? o Do I know what’s happening? o Do my opinions count?
• Emotional o Do I care about the organization and feel I belong? o Am I valued?
#WISDOM2013
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Employee Engagement Types
Emotional Commitment Rational Commitment
Employees stay with their organizations when they
believe it is in their self-interest
Employees exert discretionary effort when they believe in the value of their job, their team,
and their organization
#WISDOM2013
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Poll Question #3
What learning and collaboration systems do you currently have deployed at your company? (select all that apply) • Learning Management System (integrated with Talent
Management System) • Learning Management System (stand-alone) • Social Collaboration Platform (outside vendor) • Social Collaboration Platform (developed internally) • Company Intranet (outside vendor) • Company Intranet (developed internally) • None of the above
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Social Collaboration Tech Helps
#WISDOM2013
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Business Collaboration & Learning
• Collaboration has become more important to business - strategic
• Organizations are still adapting to collaboration in business
• Deployment of collaborative initiatives starts at top
• Collaboration improves communication, learning and leadership development
#WISDOM2013
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States of Social Collaboration
• It’s ranked as one of the top priorities (16%)
• Most organizations do not restrict
collaboration (47%)
• It has improved results of activities and processes significantly
• Better communication, learning knowledge sharing is top benefit (72%)
#WISDOM2013
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States of Social & Informal Learning
• More than 80% of corporate learning occurs through informal approaches
• Over 60% of organizations are leveraging social learning in some fashion today
#WISDOM2013
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States of Video Technology
• 188.5 million Americans watched 46.7 billion online content videos in August 2013
• 75% of executives watch business related videos every week. • MOOC’s are everywhere
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Massive Open Online Courses
70 percent of respondents said they saw opportunities to integrate MOOCs into their own company’s learning programs
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Social Collaboration Boosts
Related Research: > Management (54%)
majorly believes that internal social media software or services help companies in sharing knowledge.
> Almost two-thirds of Very Large (64%) businesses believe internal social media software or services help in sharing knowledge.
49%
37%
34%
24%
23%
What areas does social collaboration help your company achieve its goals?
Knowledge sharing
Collaborating
Learning
Meeting
Onboarding
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The People Life Cycle Model
Collaboration and Analytics
Compensation Management
Performance Management
Workforce Compliance & Diversity
Learning & Development
Succession Planning Succession Planning
Contingent Workforce Management Contingent Workforce Management
Recruiting Recruiting
Workforce Planning & Analytics
Workforce Planning & Analytics
Workforce Planning & Analytics
Plan Acquire Train Compensate Retain Develop Transition
Data Integrity
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For Example
• Rich video content for learning, knowledge transfer, collaboration and communication
• Coaching, guidance and learning for leaders • Communicating more effectively • Aligning company and business goals • Enhancing productivity of learning through video • Connecting informal learning with quizzes • Integrating with LMS
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Embrace the Continuous Informal
• Capture those critical water cooler conversations
• Share the knowledge that comes from an individual’s experience
• Create a centralized knowledge repository for your team or your entire organization, where every member contributes and all ‘tribal knowledge’ is documented (videos)
#WISDOM2013
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You Can Do This
• Create an easy-to-use onboarding checklist that guides employees through their training and provides a single source for all the information they need
• Customize the pace of learning to suit an employee’s individual needs and ensure better knowledge retention
• Connect your new employees with their colleagues and culture on their first day
#WISDOM2013
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How to Get Started
• Know what you’re trying to achieve
• Technology should not be disruptive – the key to adoption is implementing systems that enhance your business process, not disrupt it
• Mirror Your Users; remember one size fits one • Match Goals with Strategy: Ask the right
questions, get the right data
#WISDOM2013
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Recap
• Engagement matters – a lot • Use social collaboration tools to increase engagement
• Employee satisfaction and engagement along with
retention rates are the most important workforce metrics
• Social learning increases employee engagement in organizational processes
• Social Collaboration can be leveraged across the entire Employee Lifecycle
#WISDOM2013
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Just Drive
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Peoplefluent Overview
Helps management make better people decisions based
on analytics and detailed HR information.
Helps employees
find their career path, communicate, collaborate and learn.
Helps HR & learning
pros measure the effectiveness Of learning programs and
demonstrate the results to the business.
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Creating a more engaging workspace
#WISDOM2013
Fast links to all your
solutions in one place
Configurable dashboard
View active content,
communities that is relevant
to you
Drive manager preparedness and promote
seasonal priorities
View learning
actions to build your
career
Pervasive Video
Groups & Workspaces
Single Sign-on
View facts that highlight areas that should be
noted
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Thank you! Questions?
#WISDOM2013
Kevin W. Grossman Director of Product Marketing [email protected] @KevinWGrossman 831-419-6810
Meghan M. Biro CEO and Founder, TalentCulture Consulting Group [email protected] @MeghanMBiro 617-921-2071